Decree No. 116/2024/ND-CP Amending and supplementing some articles of Decree No. 138/2020/ND-CP dated November 27, 2020 on recruitment, employment, and management of civil servants and Decree No. 06/2023/ND-CP dated February 21, 2023 on quality assessment for civil servant recruitment.

THE GOVERNMENT -------	SOCIALIST REPUBLIC OF VIET NAM Independence - Freedom - Happiness ---------------
Number: 116/2024/NĐ-CP	Hanoi, September 17, 2024

 

DECREE

AMENDING AND SUPPLEMENTING CERTAIN PROVISIONS OF THE DECREE NO. 138/2020/NĐ-CP OF NOVEMBER 27, 2020 ON RECRUITMENT, USE, AND MANAGEMENT OF CIVIL SERVANTS AND THE DECREE NO. 06/2023/NĐ-CP OF FEBRUARY 21, 2023 ON QUALITY CONTROL FOR ENTRY-LEVEL CIVIL SERVANTS

Pursuant to the Law on Government Organization dated June 19, 2015; the Law Amending and Supplementing Certain Provisions of the Law on Government Organization and the Law on Local Administration dated November 22, 2019;

Pursuant to the Civil Servants and Public Officials Law dated November 13, 2008; the Law Amending and Supplementing Certain Provisions of the Civil Servants and Public Officials Law and the Law on Public Service Personnel dated November 25, 2019;

||| Based on the proposal of the Minister of Home Affairs;

The Government promulgates this Decree amending and supplementing certain provisions of the Decree No. 138/2020/NĐ-CP dated November 27, 2020 on recruitment, use, and management of civil servants and the Decree No. 06/2023/NĐ-CP dated February 21, 2023 on quality control for entry-level civil servants.

Article 1. Amending and supplementing certain provisions of the Decree No. 138/2020/NĐ-CP dated November 27, 2020 on recruitment, use, and management of civil servants

"2. Guaranteed electricity consumption (hereinafter referred to as guaranteed consumption) includes:

“2. The competent authority for recruiting civil servants shall develop a recruitment plan, decide on recruitment within its jurisdiction, or report to the civil servant management authority for approval as the basis for recruitment before each recruitment period. The contents of the recruitment plan include:

a) The number of authorized positions and the number of unused positions of the civil servant using agency;

b) The number of positions needed to be recruited at each job position, including specific positions that are jointly recruited for different civil servant using agencies (if applicable);

c) The number of establishment quotas and job positions specifically reserved for ethnic minority candidates (if applicable), including specifying specific quotas and ethnic structures to be recruited;

d) The number of positions and job positions subject to examination recruitment (if applicable) for each group of candidates: People who commit to working for five years or more in areas with extremely difficult economic and social conditions; people who study under the state scholarship system as prescribed by the Education Law and return to work in their place of origin after graduation; outstanding graduates and young talented scientists;

đ) Recruitment registration criteria and conditions at each job position, including specific requirements regarding the scale of points for the quality control examination for entry-level civil servants (if applicable); language requirements for each job position (if applicable);

e) Forms and contents of recruitment (competitive examination or examination recruitment); in case of competitive examination, the specific form of organizing the specialized subject examination shall be determined;

g) Other contents (if applicable).”

2. Supplementing Point d of Clause 1, Article 5 as follows:

“d) Union cadres who have grown from grassroots levels and in workers' movements according to the regulations of the competent authority: Shall be granted an additional 1.5 points to the result of Round 2.”

3. Amending Point a of Clause 2 and Clause 3, Article 7 as follows:

a) Amending Point a of Clause 2 as follows:

“a) Based on the form of recruitment and job requirements, decide to establish appropriate assistance units among the following: Registration Application Review Board, Question Setting Board, Examination Supervision Board, Sealing Board, Marking Board, Rechecking Board (if applicable), Interview Board; determine the number of members participating in each board suitable to the number of candidates. In necessary cases, the Chairman of the Recruitment Council may establish a Secretariat Assistance Team;”

b) Amending Clause 3 as follows:

“3. Not to arrange persons who have spousal relationships, parent-child relationships, parent-in-law-child-in-law relationships, foster parent-foster child relationships, children, foster children; siblings, maternal or paternal aunts, uncles, cousins; siblings of spouse; spouses of siblings of the candidate; persons currently undergoing disciplinary measures or implementing disciplinary decisions; persons previously disciplined for corruption or misconduct as members of the Recruitment Council or members of the assistance units of the Recruitment Council.”

4. Amending Article 8 as follows:

“Article 8. Forms, contents, and time of examination

1. Round 1: Computer-based multiple-choice test; the test includes two parts, specifically as follows:

a) Part I: General knowledge, 60 questions on understanding the political system, organizational structure of the Party, State, and political-social organizations; administrative management; civil servants, public service. Duration: 60 minutes;

b) Part II: Foreign language, 30 questions based on the foreign language requirements for each job position. Duration: 30 minutes.

For job positions not requiring foreign language proficiency, Part II shall not be organized.

c) The results of Round 1 are determined based on the number of correct answers for each part; if the candidate correctly answers 50% or more of the questions in each part, they will be eligible to participate in Round 2.

d) If the candidate has passed the quality control examination for entry-level civil servants as prescribed in the Decree No. 06/2023/NĐ-CP dated February 21, 2023 on quality control for entry-level civil servants, and the examination results are still valid up to the deadline for submitting the application form and meet the point scale requirements stipulated in Point đ, Clause 2, Article 3 of this Decree (if applicable), then they are exempted from participating in Round 1 as prescribed herein.

2. Round 2: Specialized subject examination

a) Examination form: Written or combined written and interview.

b) For written examination:

Examination content: Testing knowledge on the Party's guidelines and policies, laws related to the industry or field of recruitment; professional skills and administrative capabilities; practical public service skills of the candidate according to the job requirements.

Duration: 180 minutes (excluding copying time).

Depending on the characteristics of the agency, organization, or unit, the competent authority for recruiting civil servants may organize a written examination using computer-based testing, and decide on the appropriate number of questions, ensuring a minimum of 60 questions and a maximum of 120 questions (in multiple-choice format). The duration of the examination should correspond to the total number of questions, ensuring a minimum of 90 minutes and a maximum of 180 minutes.

c) For interview examination:

Interview examination content focuses on evaluating abilities such as thinking, communication, situational judgment, learning, development, expression, attitude, and other required skills for the job position.

Duration: Maximum 30 minutes.

d) Grading scale for written examination: 100 points; interview examination: 100 points.

In case of conducting the written test in the form of a computer-based test, the Recruitment Board (Question Setting Committee) will build groups of questions with different levels of complexity and determine corresponding scores for each question.

In cases where the examination combines written and interview formats, the total score of the written test and the interview will be converted to a scale of 100 points according to the ratio of 70% for the written test and 30% for the interview (rounded to two decimal places).

d) Within the same recruitment examination period, if there are positions requiring different professional qualifications, the Recruitment Board must organize the construction of different subject exams corresponding to the requirements of the positions being recruited.

If the competent authority recruiting civil servants has higher specific requirements regarding the content and duration of the specialized subject exam compared to the provisions of this clause, such requirements must be clearly specified in the Recruitment Plan.

3. Exemption from the foreign language examination prescribed in point b, Clause 1, Article 1 of this Law shall apply in the following cases:

a) Holding a degree in a foreign language major that meets the foreign language requirements of the position, at the same level of education or a higher level than the required level of education for the professional qualification of the position applied for;

b) Holding a degree at the same level of education or a higher level than the required level of education for the professional qualification of the position applied for, having studied abroad in a foreign language that meets the foreign language requirements of the position or having studied in Vietnam in a foreign language that meets the foreign language requirements of the position, recognized by the competent authority or automatically recognized in accordance with the law;

c) Holding a certificate in a minority ethnic language when applying for a position directly related to ethnic minorities or a position working in a minority ethnic region; being an ethnic minority person applying for a position directly related to ethnic minorities or a position working in a minority ethnic region.”

5. Amend Article 9 as follows:

“Article 9. Determining Successful Candidates in Civil Service Recruitment Examinations

1. Successful candidates in the civil service recruitment examination must meet the following conditions:

a) Obtaining a score of 50 points or more in the second round of examinations. In cases where the examination combines written and interview formats, candidates must take both parts (written and interview) and achieve a score of 50% or more of the maximum points for each part;

b) Having a combined score from the second round of examinations plus any bonus points (if applicable), which is higher than the selection criteria for each position, including positions jointly recruited by multiple civil service using agencies;

2. In cases where two or more candidates have the same total score as stipulated in point b, Clause 1, Article 9 of this Law at the final quota, the determination of successful candidates shall be carried out in the following priority order:

a) The candidate with a higher score in the second round of examinations;

b) The candidate with a higher score in the written test in the second round in cases where the examination format combines written and interview;

c) The candidate who passes the initial quality assessment for civil servants and is exempted from the first round of examinations;

d) The candidate with a higher score in the initial quality assessment for civil servants in cases where they are all exempted from the first round of examinations;

đ) The candidate with more correct answers in the common knowledge test in the first round in cases where they all participate in the first round of examinations.

In cases where the successful candidate cannot be determined according to the priority order stipulated in this clause, the head of the competent authority recruiting civil servants shall decide on the successful candidate.

3. For positions jointly recruited by multiple civil service using agencies, the determination of the civil service using agency for successful candidates shall be carried out in the order of preference selected in the Application Form of the successful candidates. In cases where the number of successful candidates applying for recruitment to one civil service using agency exceeds the recruitment quota of that agency, preference shall be given to those with higher recruitment scores. In cases where two or more candidates have the same recruitment score at the final quota of that agency, the selection shall be made according to the priority order stipulated in Clause 2, Article 9 of this Law.

4. Candidates who are not successful in the civil service recruitment examination shall not retain their examination results for subsequent recruitment examinations.”

6. Amend Article 13 as follows:

“Article 13. Announcing Recruitment and Receiving Application Forms

1. The competent authority recruiting civil servants must publicly announce the Recruitment Notice at least once through one of the following means of mass communication: printed newspapers, online newspapers, radio broadcasts, television broadcasts; and simultaneously post it on the website or portal of the competent authority recruiting civil servants.

2. The contents of the Recruitment Announcement include:

a) The number of positions to be recruited at each job position, including specific job positions being recruited jointly for different agencies using civil servants (if applicable);

b) The number of job positions implementing recruitment examinations and selections;

c) Standards and conditions for registering for recruitment;

d) Deadline, address, and method of receiving Application Forms (directly, via email, via the portal, or other appropriate electronic methods); telephone number, email address, or other contact information of the department responsible for receiving Application Forms;

đ) Examination and selection formats, contents, time, and location; foreign language requirements for each position (if applicable); methods of notifying candidates (SMS messages, emails, or other appropriate electronic methods);

e) Other contents as decided by the competent authority recruiting civil servants.

3. The head of the competent authority recruiting civil servants may change the Recruitment Notice once, but only before the opening day of the recruitment period by at least 10 days and must be announced publicly as stipulated in Clause 1 of this Article. In cases where there is a change in the Recruitment Notice, the relevant regulations shall be effective from the date of the new Recruitment Notice.

4. The deadline for receiving Application Forms is 30 days from the date of public announcement as stipulated in Clause 1 of this Article and must be clearly specified in the Recruitment Notice.”

7. Amend Article 14 as follows:

“Article 14. Procedures for Organizing Recruitment

1. After announcing the recruitment, the head of the competent authority recruiting civil servants decides to establish the Recruitment Board. The Recruitment Board decides to establish a Committee to check Application Forms to verify the eligibility and standards of applicants.”

2. Within fifteen days or, in cases where the number of applicants registering for the recruitment reaches five hundred or more, within thirty days from the deadline for receiving the Application Form for Recruitment, the Recruitment Board shall complete the following tasks:

a) Announce on the electronic information page or government portal the list of candidates meeting the conditions and criteria for the examination or selection and related information about the recruitment process.

The content of the announcement must clearly state: information on the applicant for recruitment; the position applied for, the order of preference selected on the Application Form for Recruitment (in cases of applying for positions that are recruited jointly for different agencies using civil servants); exemption from the first round examination or exemption from foreign language examination (if applicable); time for the first round examination, time for the second round examination (estimated) or time for organizing interviews (for selection); form, location of the examination, and other related information.

b) Send summons notifications to those who have registered to participate.

In cases where candidates do not meet the conditions and criteria, they must be notified with clear reasons stated.

3. Organizing the first round examination

a) Time to organize the first round examination: Within thirty days from the deadline for receiving the Application Form for Recruitment. In cases where the decision extends the time according to Clause 2 of this Article, the time to organize the first round examination shall be within forty-five days from the deadline for receiving the Application Form for Recruitment.

b) Conducting the general knowledge subject examination and the foreign language subject examination

Examination results will be announced to the candidates immediately after the completion of the examination period. There will be no re-examination of the first round examination results.

c) The Recruitment Board publicly announces on the electronic information website or portal of the competent agency recruiting civil servants the list of candidates participating in the second round, the time, location, form of the second round examination, and notifies the candidates. Candidates who achieve the required result in the first round are automatically eligible to participate in the second round without needing a summons notice.

4. Organizing the second round examination

a) Time to organize the second round examination: Within ten days from the end of the first round examination.

b) In cases where the specialized vocational subject examination is conducted through written examination

Within fifteen days from the end of the written examination, the marking of the examination and the announcement of the examination results on the electronic information website or portal of the competent agency recruiting civil servants must be completed, along with the announcement of the application for re-examination. In cases where the number of candidates participating in the second round reaches one thousand or more, the Chairman of the Recruitment Board may decide to extend the marking time but not exceeding thirty days. The deadline for submitting applications for re-examination is five working days from the date of announcing the examination results.

In cases where there are applications for re-examination, within ten days from the deadline for submitting applications for re-examination, the re-examination must be completed. In cases where the number of applications for re-examination is high, the Chairman of the Recruitment Board decides to extend the time to complete the re-examination but not exceeding twenty days from the deadline for submitting applications for re-examination.

In cases where the written examination is conducted through computer-based testing, the examination results will be announced to the candidates immediately after the completion of the examination. There will be no re-examination of the computer-based written examination results.

c) In cases where the specialized vocational subject examination combines written examination and interview

The organization of the written examination follows the provisions of point b of this clause.

The Recruitment Board decides to organize the interview immediately after the written examination (before the written examination results are known) or organizes the interview for candidates who achieve the required result in the written examination after the written examination results are known (including re-examination, if applicable). There will be no re-examination of the interview results.

In cases where the written examination is conducted through computer-based testing, the Recruitment Board decides to organize the interview for those who achieve the required result in the computer-based examination within five working days from the end of the computer-based examination organization.

5. Organizing the selection process:

Within fifteen days from the date of announcing the summons for candidates meeting the conditions and standards for participating in the interview as stipulated in Clause 1 of Article 11 of this Decree, the Recruitment Board must conduct the interview. There will be no re-examination of the interview results.

8. Amend Article 15 as follows:

"Article 15. Announcing the Recruitment Results for Civil Servants

1. Within five working days from the completion of the marking of the second round examination (including re-examination, if applicable), the Recruitment Board is responsible for compiling the results and reporting to the head of the competent agency recruiting civil servants. The head of the competent agency recruiting civil servants approves the results within five working days from the date of receiving the compiled results report.

2. Within two working days from the date of the decision approving the successful candidates, the Recruitment Board must publicly announce on the electronic information website or portal of the competent agency recruiting civil servants and send the notification of recognition of the successful candidates to the successful candidates. The content of the announcement must clearly state the deadline for the successful candidates to come to the competent agency recruiting civil servants to complete the recruitment file.

9. Amend Article 16 as follows:

"Article 16. Completing the Recruitment File

1. Within twenty days from the date the list of successful candidates is publicly announced on the electronic information website or portal of the competent agency recruiting civil servants, the successful candidates must complete the recruitment file and submit it to the competent agency recruiting civil servants. The recruitment file includes:

a) Copies of diplomas and certificates (excluding computer and foreign language certificates) as required by the competent agency recruiting civil servants in the Recruitment Announcement;

b) Copies of certificates for preferential objects, diplomas, and certificates to be exempted from foreign language examinations (if applicable);

c) Results of quality assessment at the entry level for civil servants (if applicable).

2. In cases where the successful candidates fail to complete the recruitment file as prescribed or engage in fraudulent behavior in filling out the Application Form for Recruitment or are found to have used diplomas, certificates, or certificates not in accordance with regulations to participate in the recruitment, the head of the competent agency recruiting civil servants issues a decision to revoke the successful candidate's results.

In the case where the applicant engages in fraudulent behavior in filling out the Application Form for Recruitment or uses certificates, diplomas, or certifications not in accordance with regulations to participate in recruitment, the competent authority for civil servant recruitment shall publicly announce on its website or electronic portal and will not accept the Application Form for Recruitment in the next recruitment period for a duration of 01 recruitment cycle.

10. Amend Article 17 as follows:

“Article 17. Decision on Recruitment and Commencement of Work

1. Within the latest 05 working days from the end date of completing the recruitment dossier as stipulated in Clause 1, Article 16 of this Decree, the head of the competent authority for civil servant recruitment shall issue a recruitment decision and notify the successful candidate. The competent authority for civil servant recruitment shall be responsible for requesting the authority prescribed by law on criminal records to issue a Criminal Record Certificate for the successful candidate.

2. Within the latest 30 days from the date of the recruitment decision, the recruited person must report for work, except in cases where the recruitment decision specifies a different deadline or the recruitment authority agrees to extend the deadline.

3. In the event that the recruited person does not report for work within the time limit specified in Clause 2 of this Article or the Criminal Record Certificate determines that they belong to one of the categories prohibited from applying for civil servant positions, the head of the competent authority for civil servant recruitment shall revoke the recruitment decision.

4. After the time limit specified in Clause 2 of this Article has expired, the competent authority for civil servant recruitment shall publicly announce on its website or electronic portal and send notifications to those applicants who have lower recruitment results immediately adjacent (in order) to the recruitment result of the successful candidate whose recruitment result was revoked according to Clause 2 of Article 16 of this Decree or whose recruitment decision was revoked according to Clause 3 of this Article to complete their dossiers and issue a recruitment decision at the latest 15 days from the end of the time limit specified in Clause 2 of this Article.

In the case where there are two or more people with equal lower adjacent recruitment results, the head of the competent authority for civil servant recruitment shall decide the successful candidate according to the provisions of Clause 2, Article 9 of this Decree (in the case of organizing competitive examinations) or according to the provisions of Clause 2, Article 12 of this Decree (in the case of organizing selection processes).

11. Amend Article 18 as follows:

“Article 18. Acceptance into Civil Servants

1. Subjects for acceptance:

a) Staff members working in public service organizations;

b) Village-level cadres and civil servants;

c) Personnel receiving salaries in the People's Armed Forces, individuals working in confidential organizations but not as civil servants;

d) Chairman of the Board of Members, Chairman of the Board of Directors, Company Chairman, Member of the Board of Members, Member of the Board of Directors, Auditor, General Director, Deputy General Director, Director, Deputy Director, Chief Accountant, and individuals currently holding management positions at the department level or above in state-owned enterprises holding 100% of the charter capital, state-owned enterprises holding over 50% of the charter capital, or the total number of voting shares;

đ) Individuals who were once cadres or civil servants and were subsequently transferred or rotated to non-cadre or non-civil servant positions in other agencies or organizations by authorized authorities.

2. Criteria and Conditions for Acceptance:

Based on the requirements of the job position to be recruited, the head of the competent authority for civil servant recruitment shall consider and accept into civil servants those cases stipulated in Clause 1 of this Article if they meet the criteria and conditions of the job position and the conditions for registering to apply for civil servant positions as prescribed in Clause 1, Article 36 of the Civil Servant Law, are not within the disciplinary action period, are not during the implementation period of relevant disciplinary regulations according to the Party's regulations, laws, and the following criteria and conditions:

a) For cases stipulated in points a, b, and c of Clause 1 of this Article, they must have at least 05 years of work experience in accordance with the law, have compulsory social insurance contributions (excluding probationary and trial periods, if not continuously contributed and not yet received one-time social insurance benefits, then accumulated time can be counted, including previous work time in the positions specified in points a, b, c, and d of Clause 1 of this Article), perform jobs requiring appropriate professional qualifications and skills suitable for the expected job position;

b) For cases stipulated in point d of Clause 1 of this Article, only the acceptance to appoint as civil servants holding leadership or management positions shall be implemented, they must have at least 05 years of work experience in accordance with the law (excluding probationary and trial periods) performing jobs suitable for the expected job position and must be planned for appointment to the proposed position or equivalent or higher positions;

c) For cases stipulated in point đ of Clause 1 of this Article, they must be decided by the authorized authority to transfer or rotate in writing to work at other agencies, organizations, or units according to the required tasks; no requirement for at least 05 years of work experience at the agency, organization, or unit to which they are transferred or rotated.

3. Dossier of the person proposed for acceptance into civil servants:

a) A personal curriculum vitae established within thirty days before submitting the acceptance dossier, confirmed by the agency, organization, or unit where the individual works;

b) Copies of certificates and diplomas as required for the expected job position;

c) Health certificate issued by the competent health authority within 30 days before submitting the acceptance dossier;

d) Self-assessment and evaluation by the person proposed for acceptance regarding political and moral qualities, professional qualifications, and work experience as required by the accepting agency.

4. Examination and Assessment Board:

a) The head of the competent authority for civil servant recruitment shall establish an Examination and Assessment Board. The composition of the Examination and Assessment Board shall be carried out according to the provisions of Clause 1, Article 7 of this Decree.

b) Duties and powers of the Examination and Assessment Board:

Verify the standards, conditions, certificates, and certifications of the person proposed for acceptance in accordance with the requirements of the position to be recruited;

Conduct assessment on general knowledge and professional skills of the person proposed for acceptance; the content of the assessment must be based on the requirements of the job position to be recruited; the form of the assessment is oral questioning;

Report to the head of the recruitment authority about the results of the examination and assessment.

c) The Examination and Assessment Board operates on a collective basis, deciding by majority vote; in case of equal votes, the decision shall be made according to the opinion of the Chairman of the Examination and Assessment Board. The Examination and Assessment Board decides to establish a secretariat team when necessary.

The Examination and Assessment Board dissolves itself after completing its tasks.

d) The head of the recruitment authority decides to accept civil servants within their authority.

đ) Do not arrange for individuals who have relationships such as spouse, father, mother; parent-in-law (father or mother), foster father, foster mother; biological or adopted children; full siblings; maternal or paternal aunts, uncles, cousins; siblings-in-law; spouses of siblings-in-law; those currently under disciplinary action or implementing disciplinary decisions; those previously disciplined for acts of corruption or misconduct to serve as members of the Examination and Assessment Board.

5. Do not establish an Examination and Assessment Board in the following cases:

a) Accepting cases specified in points b and đ of Clause 1 of this Article into non-leadership or management positions of civil servants.

b) Accepting cases specified in Clause 1 of this Article into leadership or management positions of civil servants.

6. When accepting civil servants for appointment to leadership or management positions, follow the appointment procedures for personnel from other sources. The appointment decision simultaneously serves as the acceptance decision and is implemented as follows:

a) In cases where the recruitment authority is also the appointment authority or a subordinate of the appointment authority, the appointment decision simultaneously serves as the acceptance decision.

b) In cases where the recruitment authority is a superior of the appointment authority, the appointment authority must report and obtain the consent of the recruitment authority before making the appointment decision.

7. In cases where cadres and civil servants at the district level or higher are transferred or rotated to work as cadres or civil servants at the commune level, the competent authority decides on the transfer based on work requirements without following the acceptance procedures stipulated in this Article.

12. Amend Article 19 as follows:

“Article 19. Classification and salary grade for persons recruited as civil servants with social insurance contributions

In cases where persons recruited as civil servants under this Decree have worked according to the provisions of the law and have contributed to compulsory social insurance (if not continuously but not yet received a lump-sum social insurance benefit, then accumulated), and are assigned to work in accordance with their previous specialty or profession, that period of work will be considered as the basis for determining the salary grade corresponding to the civil servant rank according to the position recruited.”

13. Amend Clause 5 of Article 20 as follows:

“5. Cases recruited as civil servants do not need to undergo the probationary period if they meet the following conditions:

a) Assigned to work in accordance with their field of study and previous specialty or profession.

b) The time working in their previous specialty or profession according to the provisions of the law and having contributed to compulsory social insurance (if not continuously, then accumulated) is equal to or greater than the probationary period corresponding to the recruited rank as stipulated in Clause 2 of this Article.

In cases where the condition in point a of this clause is met but does not meet the probationary period corresponding to the recruited rank as stipulated in Clause 2 of this Article, the time already worked will be counted towards the probationary period. If the time worked exceeds the probationary period, the remaining time after deducting the probationary period corresponding to the recruited rank as stipulated in Clause 2 of this Article will be counted towards the time for salary grade promotion.

For cases not required to undergo the probationary period, upon meeting the criteria of the rank and being classified according to the recruited position, they will be appointed to the rank and receive allowances according to the law. The competent authority must assign civil servants to participate in training on state management knowledge and skills according to the criteria of the recruited civil servant rank.”

14. Amend Clause 1 of Article 22 as follows:

“1. During the probationary period, the probationer receives 85% of the salary grade 1 of the recruited rank. If the probationer has a degree higher than the required educational level for the recruited position, each higher educational level adds one salary grade and the probationer receives 85% of the salary coefficient of the grade assigned. Allowances are granted according to the law.”

15. Amend Clause 1 of Article 25 as follows:

“1. Assigning and allocating work for civil servants must comply with the job requirements approved by the competent authority, ensuring compatibility between the assigned duties and responsibilities and the corresponding civil servant rank, title, and position. In cases where civil servants are appointed to new positions, the competent authority implements the appointment and salary classification to the corresponding civil servant rank of the new position.”

16. Amend Clause 2 and Clause 5 of Article 27 as follows:

a) Amending Clause 2 as follows:

“2. The duration of temporary assignment of civil servants shall not exceed three years, except as provided by specialized laws. Upon completion of the temporary assignment period, the agency or organization assigning the civil servant must decide whether to terminate or extend the temporary assignment period.”

b) Amend Clause 5 as follows:

“5. Procedures and formalities for temporary assignment of civil servants:

a) The agency or organization where the civil servant is currently working and the agency or organization to which they are assigned shall exchange written documents and reach consensus;

b) Before deciding on the temporary assignment of a civil servant, the agency or organization assigning the civil servant must meet with the civil servant to explain the purpose and necessity of the temporary assignment, listen to the civil servant's opinions, and then make the decision within their authority or report to the competent authority for consideration and decision.”

c) The head of the agency or organization where the civil servant is working decides within their authority or submits to the competent authority for decision according to the分级管理。

17. Amend Clause 2 of Article 28 as follows:

“2. The agency or organization that assigns a temporary duty civil servant shall be responsible for paying the salary and ensuring other benefits of the civil servant during the temporary duty period; they shall also arrange appropriate work for the civil servant upon completion of the temporary duty period. In cases where the receiving agency or organization has special policies and regulations, in addition to the salary and other benefits provided by the assigning agency or organization, the civil servant shall also enjoy the special policies and regulations implemented by the receiving agency or organization.”

18. Amend Point a and Point c of Clause 3 of Article 30 as follows:

a) Amend Point a of Clause 3 as follows:

“a) To be rated at least as having satisfactorily completed duties in the immediate preceding year of work before the year of applying for promotion; to have good political and moral qualities; not to be within the disciplinary action period; not to be under investigation, prosecution, trial, or judgment; not to be implementing any relevant disciplinary measures as prescribed by the Party and the law;”

b) Amend Point c of Clause 3 as follows:

“c) To meet the requirements regarding certificates and qualifications (no requirement for foreign language and computer certificates) and other professional standards and criteria of the grade being applied for;”

19. Amend Article 31 as follows:

“Article 31. Consideration for Promotion of Civil Servants

1. Civil servants may be considered for promotion in the following circumstances:

a) Meeting the criteria and conditions stipulated in Points a, b, and c of Clause 3 of Article 30 of this Decree and achieving notable performance recognized by the competent authority;

b) Meeting the criteria and conditions stipulated in Points a, b, and c of Clause 3 of Article 30 of this Decree and being appointed to a leadership or management position as specified in Article 31b of this Decree.

2. Principles for considering promotion of civil servants:

a) Promotion can only be considered for the next higher grade immediately above the current grade held. If higher achievements than those required for promotion to the next higher grade are attained, such achievements can only be considered for promotion to the next higher grade and cannot be used for subsequent promotions.

b) The consideration for promotion of civil servants with notable performance in public service must be consistent with the approved grade structure of the employing agency; the standards of the achieved performance must be within the time of holding the current grade and must ensure the appropriate assignment of the civil servant to a job position suitable for the grade being considered.

c) The consideration for promotion of civil servants appointed to leadership or management positions must be linked to the requirements of the job position approved by the competent authority managing the civil servants.

3. Within thirty days from the date when the civil servant meets the criteria and conditions for promotion consideration, the employing agency is responsible for reviewing the fulfillment of these criteria and conditions and principles, reporting to the competent authority managing the civil servants for examination and decision according to the provisions of Clause 1 of Article 73 or Clause 1 of Article 74 of this Decree (with attached relevant files).

4. The head of the competent authority managing the civil servants or the head of the agency authorized to appoint grades bears responsibility under the law for the criteria and conditions of the civil servants considered for promotion; they are also responsible for retaining and managing the files of the civil servants' promotion considerations according to the law.”

20. Add Article 31a after Article 31 as follows:

“Article 31a. Consideration for Promotion Based on Notable Performance in Public Service

1. Consideration for promotion from the rank of clerk or equivalent to the rank of officer or equivalent; from the rank of officer or equivalent to the rank of specialist or equivalent if meeting one of the following conditions:

a) Being awarded a certificate of merit by a ministry, department, provincial level or higher due to outstanding performance in work and being rated as having satisfactorily completed duties or better in the immediate preceding year of work before the year of promotion consideration;

b) Having three consecutive years of work before the year of promotion consideration rated as having satisfactorily completed duties or better, including at least one year rated as having excellently completed duties.

2. Consideration for promotion from the rank of specialist or equivalent to the rank of senior specialist or equivalent if meeting one of the following conditions:

a) Being awarded the Labor Medal Class III or higher and being rated as having satisfactorily completed duties or better in the immediate preceding year of work before the year of promotion consideration;

b) Being awarded a certificate of merit by the Prime Minister and having three consecutive years of work before the year of promotion consideration rated as having satisfactorily completed duties or better;

c) Being awarded the title of Model Worker at the ministry, department, provincial level or higher and having three consecutive years of work before the year of promotion consideration rated as having satisfactorily completed duties or better, including at least one year rated as having excellently completed duties.

3. Consideration for promotion from the rank of senior specialist or equivalent to the rank of senior specialist class A or equivalent if meeting one of the following conditions:

a) Being awarded the Labor Medal Class II or higher and having three consecutive years of work before the year of promotion consideration rated as having satisfactorily completed duties or better, including at least one year rated as having excellently completed duties;

b) Being awarded the title of National Model Worker.

4. In cases where the number of civil servants eligible for promotion consideration due to notable performance in public service exceeds the approved grade structure of the agency, organization, or unit, the determination of civil servants eligible for promotion consideration shall be made in the following priority order:

a) Civil servants with higher commendation achievements; in case of equality, those with more commendation achievements during the time holding the grade will be considered;

b) Civil servants with higher competition achievements; in case of equality, those with more competition achievements during the time holding the grade will be considered;

c) The civil servant is female;

d) The civil servant is from an ethnic minority group;

đ) The civil servant is older (calculated according to date, month, year of birth);

e) The civil servant has more years of service.

In cases where it is still not possible to determine the person eligible for promotion, the competent authority managing or authorized to appoint the rank shall examine and decide.

21. Add Article 31b following Article 31a as follows:

“Article 31b. Promotion to higher rank when appointed to leadership or management positions

1. Promotion to the rank of Senior Specialist or equivalent when appointed to the following positions:

a) Director of a Department or equivalent at the Ministry, agency at the level of a ministry, or agency under the Government (applicable in cases determined as civil servants);

b) Deputy Director General or equivalent at the Ministry, agency at the level of a ministry;

c) Director of a Bureau or equivalent within a Department under the Ministry, agency at the level of a ministry, for promotion to a specialized civil servant rank that is not the Senior Specialist rank;

d) Director of a Provincial Department or equivalent at the People's Committee of a province.

2. Promotion to the rank of Chief Specialist or equivalent when appointed to the following positions:

a) Deputy Director of a Department or equivalent at the Ministry, agency at the level of a ministry, or agency under the Government (applicable in cases determined as civil servants);

b) Director of a Department or equivalent within a Department under the Ministry, agency at the level of a ministry, except in the case provided for in point c, Clause 1 of this Article;

c) Deputy Director of a Bureau or equivalent within a Department under the Ministry, agency at the level of a ministry, for promotion to a specialized civil servant rank that is not the Chief Specialist rank;

d) Deputy Director of a Provincial Department or equivalent at the People's Committee of a province; Chairman of the People's Committee of a district or equivalent.

3. For equivalent positions in agencies of the People's Councils, agencies of the Communist Party of Vietnam, Vietnam Fatherland Front, and political-social organizations, the provisions of this Article shall apply.

Promotion to a higher rank as stipulated in this Article does not apply to persons entrusted with authority or responsibility for an agency, organization, or unit.”

22. Amend Article 32 as follows:

“Article 32. Assignment of organization to conduct promotion examination for civil servants

1. Examination for promotion from the rank of Chief Specialist or equivalent to the rank of Senior Specialist or equivalent

a) From the rank of Chief Specialist to the rank of Senior Specialist:

The Ministry of Home Affairs shall organize the examination for promotion from the rank of Chief Specialist to the rank of Senior Specialist in state agencies.

The Central Organization Commission shall organize the examination for promotion from the rank of Chief Specialist to the rank of Senior Specialist in agencies of the Communist Party of Vietnam, Vietnam Fatherland Front, and political-social organizations.

b) From the equivalent specialized civil servant rank of Chief Specialist to the equivalent specialized civil servant rank of Senior Specialist:

The specialized civil servant rank management agency of the Party shall take the lead, coordinate with the Central Organization Commission; ministries, agencies at the level of a ministry managing specialized civil servant ranks shall take the lead in organizing the examination for promotion from the equivalent specialized civil servant rank of Chief Specialist to the equivalent specialized civil servant rank of Senior Specialist in accordance with this Decree.

2. Examination for promotion to the rank of Chief Specialist, Specialist, Clerk or equivalent

The civil servant management agency shall organize or delegate the organization of the examination for promotion of civil servants based on the job position catalog and the civil servant rank structure of the using agency approved by the competent authority.

3. The Ministry of Home Affairs shall issue Internal Regulations and Rules for organizing the promotion examination for civil servants; build a question bank and answer key for the common knowledge subject and publish it on the Ministry of Home Affairs' website for the competent authority organizing the promotion examination to consider and decide on its use to build the common knowledge subject test.”

23. Amend the introductory clause and Clause 2 of Article 34 as follows:

a) Amend the introductory clause as follows:

"The competent authority organizing the promotion examination for civil servants must develop a Promotion Examination Plan. The contents of the Plan include:"

b) Amend Clause 2 as follows:

“2. The number and structure of current specialized civil servant ranks corresponding to the rank being tested, in relation to the job positions at each agency, organization, or unit using civil servants, which have been approved by the competent authority; the number of civil servants lacking compared to the required structure of civil servant ranks for job positions, and specifically determining the promotion quota (according to Model No. 02 issued together with this Decree);”

24. Amend Clause 3 of Article 35 as follows:

“3. Do not assign those who have spousal, parental, foster parent-child, sibling, aunt, uncle, cousin, sister-in-law, brother-in-law, mother-in-law, father-in-law, daughter-in-law, son-in-law, or other close familial relationships with the candidate for promotion; those currently within the disciplinary period or implementing a disciplinary decision; those previously disciplined for acts of corruption or misconduct as members of the promotion examination board or members of the supporting units of the promotion examination board.”

25. Amend Clause 5 and Clause 6 of Article 37 as follows:

“5. The multiple-choice test conducted in accordance with this Article shall be carried out on computers. The test results must be announced to the candidates immediately after the completion of the test. There will be no review of the results of computer-based multiple-choice tests.

6. Exemption from the foreign language subject for civil servants who, by the deadline for submitting application forms for the promotion examination, meet one of the following conditions:

a) Civil servants who, up to the month they reach retirement age, have less than five years of service remaining;

b) Those falling under one of the foreign language exemption cases specified in Article 8 of this Decree, consistent with the foreign language standards for the civil servant rank being tested.”

26. Amend Clause 2 of Article 39 as follows:

“2. Within five working days from the announcement of the test score results, the candidate may submit a request for a review of the test scores for the professional subject. The promotion examination board is responsible for establishing a review panel and conducting the review, announcing the review results no later than ten days from the end of the review request submission period as stipulated in this clause.”

27. Amend Clause 2 of Article 41 as follows:

“2. Leaders and managers among civil servants may be reappointed without limitation on the number of times, except where otherwise provided by the Party or specific laws.”

28. Amend Article 42 as follows:

“Article 42. Standards and Conditions for Appointment

1. Ensuring general standards as prescribed by the Party and the law, and specific standards for the position to be appointed as stipulated by the competent authority.

2. For personnel from the local source, they must be planned to be appointed to the position or equivalent position or higher. For personnel from other sources, they must be planned to be appointed to an equivalent position or higher. In special cases, this shall be reviewed and decided by the competent authority.

Where newly established agencies, organizations, or units have not yet completed the approval of planning, it shall be reviewed and decided by the competent authority.

3. They must have held the position or equivalent position for at least two years (24 months), if not continuously then the time can be accumulated (only for the time holding an equivalent position) or ensure continuous working time within the industry or field according to the specific standards of the appointed position. In special cases, this shall be reviewed and decided by the competent authority.

4. They must have verified personal files and asset and income declarations as prescribed.

5. Age requirements for appointment:

a) Civil servants who are first proposed to hold leadership or management positions or proposed to hold higher leadership or management positions must be old enough to work through the entire term of appointment. The age calculation for appointment shall be implemented according to the regulations of the competent authority. In special cases, this shall be reviewed and decided by the competent authority;

b) Civil servants who are appointed to new positions equivalent or lower than their current positions shall not be subject to the age requirement stipulated in point a of this clause.

6. Being in good health to fulfill assigned tasks and responsibilities.

7. They must not belong to any prohibited categories for assuming positions; they must not be currently under disciplinary action; they must not be currently under investigation, prosecution, trial; they must not be currently implementing disciplinary provisions according to the regulations of the Party and the law.”

29. Amend Article 46 as follows:

“Article 46. Procedures and Formalities for Appointing Leadership and Management Civil Servants within the Management Authority of Ministries, Departments, and Localities

1. Requesting the principle of appointment:

a) Agencies, organizations, units that need to appoint leadership and management civil servants submit a written request to the competent authority for approval, clearly stating the number of positions needed, the expected personnel to be appointed, and the specific areas and tasks assigned;

b) Within fifteen working days from the date of receipt of the proposal, the competent authority for appointment must review and decide on the approval, clearly identifying the expected personnel to be appointed and other contents (if any);

c) Within thirty working days from the date of the approval document, the agency, organization, or unit must complete the human resources process according to the regulations. If it has not been completed, the agency, organization, or unit must report to the competent authority for review and guidance.

2. Implementing the appointment process for in-house personnel sources:

The appointment process for in-house personnel sources consists of five steps; meetings can only be held when at least two-thirds of those summoned are present.

The ratio of recommendation ballots is calculated based on the total number of people summoned. Recommendation ballots for personnel appointments at steps 2, 3, 4, and 5 are issued by the conference organizing committee, stamped with the seal of the agency, organization, or unit, or signed directly by the chairperson in case the agency, organization, or unit does not have a seal; the meeting content and ballot results at these steps are recorded in minutes. The number of recommendation ballots prepared is based on the number of participants summoned and distributed according to the number of people present.

The summoning components are implemented according to the provisions of this clause.

a) Step 1: First Leadership Body Meeting

Based on the appointment approval, the requirements of the agency, organization, or unit, and the planned personnel sources, the head in charge and the leadership team will review and unify the structure, standards, conditions, and human resources procedures; examine the list of all personnel planned from local sources (including those planned for equivalent or higher positions); review the evaluation and assessment results for each planned personnel and approve the list of personnel meeting the prescribed standards and conditions to recommend for the next step. The recommended personnel list must meet the standards and conditions prescribed by the Party and the law and be consistent with the appointment approval.

Participants: The head and deputy heads of the agency, organization, or unit. Representatives from the agency or department responsible for organizational and cadre affairs attend the conference but do not vote.

The discussion results and proposals are recorded in minutes.

b) Step 2: Expanded Leadership Body Meeting

The head discusses the personnel appointment direction for the meeting to discuss and nominate personnel through secret ballots.

Participants: The leadership team as stipulated in point a of this clause; the Standing Committee of the same-level Party Committee (for upper-level Party organizations) or the same-level Party Committee (for grassroots Party organizations) of the agency, organization, or unit; heads of subordinate units (if any).

Principle of recommendation and selection: Each participant recommends one person for one position; the person receiving more than 50% of the recommendation votes is selected. If no one receives more than 50% of the recommendation votes, all persons receiving 30% or more of the recommendation votes are selected for the next step; if no one reaches 30% of the recommendation votes, the subsequent steps are not continued and reported to the competent authority for review and guidance.

The ballot counting results are not announced at this meeting.

c) Step 3: Second Leadership Body Meeting

Based on the nominations from step 2, the leadership body discusses and nominates personnel through secret ballots.

Components: Implemented as per the provisions of step 1.

Principle of recommendation and selection: Each member recommends one person for one position from the candidates recommended at step 2 or recommends another person meeting the prescribed standards and conditions; the person receiving more than 50% of the recommendation votes is selected. If no one receives more than 50% of the recommendation votes, all persons receiving 30% or more of the recommendation votes are selected for the next step; if no one reaches 30% of the recommendation votes, the subsequent steps are not continued and reported to the competent authority for review and guidance.

In case the personnel introduced at this stage differs from that introduced at step 2, the leadership collective shall discuss, examine, and decide on the selection of personnel to introduce at the next step through secret ballot within their authority and bear responsibility for their decision. The selected person must be recommended by at least two-thirds of the total number of members of the leadership collective. If no one meets the required number of votes, the subsequent steps will not be continued, and a report will be submitted to the competent authority for examination and guidance.

The voting results shall be announced at this conference.

d) Step 4: Conference of Key Cadres

Solicit opinions of key cadres based on the list of personnel introduced at Step 3.

Composition: The expanded leadership collective as stipulated in point b of this clause; heads of political and social organizations of the agency, organization, or unit (if any); deputy heads of agencies, organizations, or units under and directly subordinate (if any).

In cases where a leader or manager is appointed to a unit that is a constituent part or to an agency, organization, or unit with a sub-unit or directly subordinate unit but with less than thirty people, or to an agency, organization, or unit without a sub-unit or directly subordinate unit, the participants include all civil servants of that agency, organization, or unit.

Procedure for soliciting opinions: Announce the list of personnel introduced at step 3; summarize curriculum vitae, educational background, and work experience; declare assets and income according to the law; evaluate strengths, weaknesses, prospects for development, and proposed job assignments.

Record or mark ballots recommending personnel (signatures may or may not be required). Voting results will not be announced at this conference.

đ) Step 5: Leadership Collective Conference (third time)

Before convening the meeting, the agency, organization, or unit shall request the same-level Party committee to provide written comments on the personnel; conduct verification and conclude on any new issues arising (if any) concerning the personnel.

The leadership collective shall discuss and vote on the candidates.

Components: Implemented as per the provisions of step 1.

Implementation procedure: Based on the written comments and evaluations of the same-level Party committee; results of voting at meetings; conclusions on any new issues arising (if any) concerning the proposed appointees, the leadership collective shall discuss and vote on the personnel through secret ballot.

Selection principle: A person who receives more than 50% of the recommendation votes shall be chosen for appointment. In case two persons have the same number of votes reaching 50%, the head shall consider and select the personnel for appointment; simultaneously report all differing opinions to the competent authority for examination and decision.

The head of the agency, organization, or unit shall issue the appointment decision within their authority or submit it to the competent authority for examination and decision as prescribed.

3. Appointment process for personnel from other sources:

In cases where the personnel is proposed by the competent authority to be transferred or appointed from outside the agency, organization, or unit or proposed by the agency, organization, or unit (from outside sources), the personnel advisory department of the appointing agency shall carry out the following three steps:

Step 1: Exchange views and solicit opinions of the leadership collective of the agency, organization, or unit where the appointment is proposed regarding the appointment policy.

Step 2: Exchange views and solicit opinions of the leadership collective of the agency, organization, or unit where the personnel currently work regarding the appointment policy. The leadership collective of the agency, organization, or unit where the personnel currently work shall organize voting.

The proposed appointee must receive more than 50% of the recommendation votes (based on the total number of people summoned); if they receive 50%, the head shall consider and decide.

Obtain evaluations and comments from the agency, organization, or unit and personnel files as prescribed.

Meet the proposed appointee to discuss job requirements.

Step 3: Chair and coordinate with relevant agencies, organizations, and units to assess the personnel and prepare a report for submission to the competent authority for examination and decision.

In cases where the personnel meets the prescribed standards and conditions but the agency, organization, or unit (where the personnel is currently working or where they are proposed to be appointed) or the proposed appointee still has different opinions and lack consensus, the personnel advisory department shall report fully on all opinions and submit to the competent authority for examination and decision.

The head of the agency, organization, or unit shall issue the appointment decision within their authority or submit it to the competent authority for examination and decision.

4. Depending on specific conditions of the agency, organization, the Minister, the Head of an agency equivalent to a Ministry, the head of an organization established by the Government or the Prime Minister which is not a public service unit, the Chairman of the People's Committee of a province or centrally governed city shall specify the authority, procedures, and formalities for appointment, responsibilities for organizing meetings at each step; specifically determine the composition of participants at each step in the appointment process for leadership positions within their jurisdiction, ensuring compliance with the principles set by the competent authority, as provided in this Decree, and other relevant provisions.”

30. Amend Article 47 as follows:

“Article 47. Appointment in Other Cases

1. Appointment in cases of merger, consolidation, division, restructuring, and organizational model conversion:

a) In cases where the current position held in the previous agency, organization, or unit is equivalent to or higher than the proposed position in the new agency, organization, or unit, the competent authority shall base on the quality, capability, and reputation of the civil servant to consider and decide on the appointment without having to follow the appointment procedures; the term of office shall be calculated from the new appointment decision;

b) In cases where the name of the agency, organization, or unit changes but the organizational model remains unchanged, the competent authority shall decide to change the position according to the new corresponding job position; the term of office shall be calculated from the old appointment decision;

c) In cases where the current position held in the previous agency, organization, or unit is lower than the proposed position in the new agency, organization, or unit, the appointment shall be carried out according to the appointment procedures for personnel from another source;

d) In cases where the new agency, organization, or unit does not yet have a leadership collective or no longer has a leadership collective where the civil servant is currently working, the competent authority for appointment shall base on the approved project proposal and the report of the personnel advisory department to reach a consensus in the Standing Committee of the same-level Party committee (for upper-level Party organizations) or the same-level Party committee (for grassroots Party organizations) before issuing the appointment decision.

2. The representative of the direct superior agency shall preside over the implementation of the appointment procedures for the following cases:

a) Appointment of the head and deputy heads of the newly established agency, organization, or unit;

b) In cases where the appointment procedures are implemented while the agency, organization, or unit only has one leader, either the head or the deputy head of the head, or appointing the head of the agency, organization, or unit;

c) In case the appointment procedures are implemented at a time when internal leadership of the agency, organization, or unit lacks unity, many people violate discipline, and if the appointment procedures are implemented, it will lack objectivity;

d) In case due to natural disasters, accidents, or other force majeure reasons, the agency, organization, or unit no longer has leaders or managers.

The implementation procedures shall be carried out as stipulated in Article 46 of this Decree. The person in charge as stipulated in this clause has the right to vote.

3. In cases where the agency, organization, or unit has not yet completed the establishment of the head or the head is absent for a long time, to ensure the full exercise of the rights and responsibilities of the head and the regular operation of the agency, organization, or unit, the competent authority for appointment shall consider and decide to delegate the head's powers to the deputy head of the agency, organization, or unit, except in cases decided by the competent authority. The delegation period does not count towards the term of office when appointed.

4. In cases where Ministries, agencies equivalent to Ministries, agencies under the Government, organizations established by the Government or the Prime Minister that are not public service units, Provincial People's Committees, and centrally governed city People's Committees implement pilot programs for probationary leadership and management systems; pilot examinations for leadership and managerial positions; pilot delegations of authority and responsibilities to heads in appointing deputy positions (from internal sources or from external sources) and for the appointment and removal of chief positions of agencies, organizations, and units under their direct administrative management according to Party guidelines, the implementation procedures shall follow the guidance of the competent authority.”

31. Amend Article 48 as follows:

"Article 48. Appointment File

The personnel appointment file must be truthfully, accurately, and fully filled out according to the contents specified in the items and must be confirmed or certified by the competent authority in accordance with the regulations, including:

1. A proposal for appointment signed by the head of the agency, organization, or unit (in cases where it is submitted to a higher authority with decision-making power for appointment); or signed by the head of the department or unit responsible for organizational and cadre work (in cases where the head of the agency, organization, or unit makes the decision);

2. Minutes of the meeting and a summary of voting results attached with the ballot counting record at each stage of the appointment process;

3. A personal curriculum vitae filled out by the individual according to the prescribed form, affixed with a recent color photograph measuring 4x6 cm, confirmed and stamped by the directly managing agency; the photograph must be taken within six months prior to the submission of the file;

4. A self-assessment report on the three most recent years of work;

5. Comments and evaluations by the party cell, party committee of the workplace; comments and evaluations over the last three years by the leadership collective of the agency, organization, or unit regarding moral character, lifestyle, organizational discipline awareness, internal unity, work capacity, performance of assigned duties and responsibilities (including specific products and achievements in work, limitations, shortcomings, violations if any, reputation, and prospects for development);

6. Comments by the local party cell where the individual resides concerning both the individual and the family. If the place of residence of the individual differs from that of the family, comments must be obtained from the party cell where the individual resides and from the party cell where the family resides;

7. Conclusions on political criteria by the competent party committee according to the regulations of the Politburo on protecting internal political security within the Party;

8. Declaration of assets and income as required by law;

9. Copies of diplomas and certificates as required by the job title standards. In cases where personnel have diplomas issued by foreign educational institutions or domestic institutions linked with foreign entities, recognition must be carried out according to the provisions of the law;

10. Health certificate issued by a competent medical facility within six months prior to the submission of the file."

32. Amend Clause 1, Clause 3, and supplement Clause 6, Clause 7 to Article 49 as follows:

a) Amend Clause 1 as follows:

"1. When the term of office of a civil servant in a leadership or management position expires as stipulated, the competent agency or organization must proceed with the reappointment or extension of the term of office of the leadership or management position. In cases where the reappointment or extension procedure has not been implemented as prescribed in Clause 5 of this Article or has been implemented but new circumstances arise such that the civil servant in a leadership or management position does not have a reappointment or extension decision when the term of office expires, the competent authority granting the appointment must issue a notification for the agency, organization, unit, and the civil servant to be aware."

b) Amending Clause 3 as follows:

"3. The decision on reappointment or extension of the term of office of a leadership or management position must be issued at least one working day before the expiration date of the appointment.

In cases where due to objective reasons, the signing of the reappointment or extension decision occurs after the expiration date of the appointment, the term of the new decision will be calculated from the expiration date of the previous decision and must be clearly stated in the decision."

c) Supplement Clause 6 and Clause 7 as follows:

"6. When the term of office of a civil servant in a leadership or management position expires while they are undergoing disciplinary action but are not subject to consideration for removal or resignation according to Party and legal regulations, the competent authority granting the appointment shall base its discussion and consideration on the quality, ability, and reputation of the civil servant; the reasons, motives, and nature of the violation, shortcomings, and the impact and results of remediation (if any) to decide on reappointment or extension of the term of office of the leadership or management position.

7. If a civil servant in a leadership or management position is not reappointed, the competent authority shall consider and decide on alternative job assignments according to the principle that they should not be assigned a position equivalent or higher."

33. Supplement Clause 3a after Clause 3 and amend Clause 4 of Article 52 as follows:

a) Supplement Clause 3a as follows:

"3a. The head of the agency, organization, or unit directly employing the civil servant evaluates, comments, and proposes reappointment."

b) Amend Clause 4 as follows:

"4. The leadership collective of the agency, organization, or unit discusses and votes on personnel:

Composition: Implemented as prescribed in Point d Clause 2 of this Decree (Step 5).

Procedure:

Analysis of the voting results at the key cadres' meeting. The proposed reappointed civil servant must obtain more than 50% of the recommendation votes (based on the total number of people summoned to attend the key cadres' meeting); if 50%, it is decided by the head; if less than 50%, it is reported to the competent authority for further decision on continuing the process.

Verify and conclude any new issues arising (if any).

Solicit written opinions from the same-level party committee regarding the proposed personnel for reappointment.

The leadership collective discusses, evaluates, comments, and votes on personnel by secret ballot. The proposed reappointed personnel must obtain more than 50% of the recommendation votes from the leadership collective; if the personnel obtain 50%, it is decided by the head within their authority or reported to the competent authority for decision; if less than 50%, all differing opinions are reported fully for the competent authority to decide.

The head of the agency, organization, or unit issues the reappointment decision within their authority or reports to the competent authority for decision."

34. Amend Clause 1 and Point d Clause 2 of Article 54 as follows:

a) Amend Clause 1 as follows:

"1. The dossier for reappointment shall be implemented in accordance with the provisions of Article 48 of this Decree; for the self-assessment report, it must cover the entire term of office. In cases where reappointment involves new circumstances that change previous conclusions, there must be a Conclusion of the competent Party Committee regarding political criteria."

b) Amend Point d Clause 2 as follows:

“d) The Conclusion on political criteria of the competent Party Committee in accordance with the Regulations of the Politburo on internal political protection;”

35. Amend Article 56 as follows:

“Article 56. Criteria and Conditions for Rotation

1. Firm political stance and ideology, good moral character.

2. Professional qualifications, vocational skills, theoretical political knowledge, work capabilities, and potential for development.

3. Meeting the criteria and conditions specified for the position being transferred to.

4. At least 10 years of service remaining from the date of rotation. For leaders and managers who are rotated to implement the policy of not appointing local people or not holding a position for more than two consecutive terms in a locality, agency, organization, or unit, they must have sufficient time left for their term of appointment. Special cases shall be examined and decided by the competent authority.”

5. Having sufficient health to fulfill assigned tasks and responsibilities.

In cases where cadres at the commune level are rotated to become civil servants holding leadership and management positions in specialized agencies under the People's Committee at the district level, they are not required to meet the minimum five-year work period stipulated in Point a Clause 2 of this Decree.”

36. Amend Article 57 as follows:

“Article 57. Authority and Responsibilities for Implementing Rotation

1. The authority to decide on rotation shall be carried out in accordance with the regulations on the分级管理干部的权限和法律规定。

2. Responsibilities for implementation:

a) The competent authority deciding on rotation: Leading and directing the development of rotation plans and job assignments for civil servants after rotation; implementing procedures and processes ensuring democracy, transparency, and fairness; inspecting, supervising, and handling violations; managing, evaluating, and reviewing civil servants undergoing rotation annually; summarizing and concluding on the rotation of leadership and management civil servants;

b) The sending agency: Providing comments and evaluations on civil servants proposed for rotation; coordinating with relevant agencies in management, supervision, and maintaining regular contact with rotated civil servants; having the responsibility to receive, assign, or propose assignments for civil servants after rotation;

c) The receiving agency: Strictly implementing decisions on rotation made by the competent authority; having the responsibility to assign jobs, create a favorable environment and conditions for rotated civil servants to fully utilize their strengths; managing and evaluating rotated civil servants during the rotation period; coordinating with relevant agencies to propose arrangements and utilization of civil servants after rotation;

d) Rotated civil servants: Strictly adhering to regulations, rules, and assignments by the competent authority, sending, and receiving agencies; cultivating, honing skills, utilizing strengths, and striving to complete assigned tasks well; being subject to inspection, supervision, and periodic or ad hoc reporting as required by the management agency; maintaining contact with the sending agency;

đ) The organizational and cadre advisory department of the agency, organization, or unit: Taking the lead and coordinating with relevant agencies in advising and developing rotation plans; providing comments, evaluations, and proposals for job assignments before and after rotation; advising on summaries and conclusions on rotation work;

e) Relevant agencies: Participating in appraisals, reviews, and audits of personnel proposed for rotation according to their functions, duties, and requirements of the competent authority; coordinating with the organizational and cadre advisory department in inspection, supervision work, and participating in opinions on job assignments and arrangements for civil servants after rotation.”

37. Amend Article 58 as follows:

“Article 58. Rotation Plan

1. Based on planning, task requirements, and the capabilities and strengths of civil servants, the competent authority shall develop a plan for rotating leadership and management civil servants within its jurisdiction, submit it to the competent authority for approval. The rotation plan includes the following contents:

a) Number, needs, positions, and titles for rotation;

b) Forms of rotation;

c) Areas for rotation;

d) Duration of rotation;

e) Necessary systems and policies to ensure implementation;

f) Proposed arrangements for civil servants after rotation;

g) Time to start implementing the rotation plan.

2. On the basis of the approved plan, the competent authority shall list leadership and management civil servants for rotation, specify concrete measures for each case, and implement the rotation.”

38. Amend Clause 3 and Clause 5 of Article 59 as follows:

a) Amending Clause 3 as follows:

“3. Step 3: Prepare personnel for rotation:

a) The organizational and cadre advisory department compiles proposals from localities, agencies, organizations, and units; conducts a review of criteria and standards, and forecasts the areas, positions, and personnel for rotation.

b) The organizational and cadre advisory department or the competent authority sends a document to solicit comments and evaluations from the Party Committee and the agency, organization, or unit using the civil servant regarding moral character, lifestyle, work capability, reputation, work history, and strengths and weaknesses; provide a conclusion on political criteria according to Party regulations, and report to the competent authority for examination and decision on rotation of cadres.”

b) Amend Clause 5 as follows:

“5. Step 5: Organize the implementation of rotation:

a) The organization and cadre advisory body submits to the competent authority for consideration and decision on rotation;

b) The competent authority leads and directs the implementation of the rotation decision;

c) The competent authority coordinates with relevant agencies to organize inspections, supervision, handling of violations, management, evaluation, and assessment of rotating civil servants during the rotation period;

d) The sending agency coordinates with relevant agencies to assign, arrange, and implement policies for civil servants after rotation, submitting to the competent authority for examination and decision.”

39. Amend Article 62 as follows:

“Article 62. Remarks and evaluations for transferred civil servants

1. The Party Committee, Party organization, leadership collective, and person in charge of the receiving agency shall conduct periodic annual remarks and evaluations or as required by the competent authority regarding transferred civil servants; report to the competent authority as prescribed; at the same time, send to the sending agency and the agency responsible for organizational and cadre affairs for coordination and monitoring as prescribed.

2. When the rotation period ends or when proposing other job assignments:

a) Rotating civil servants self-assess their work performance during the rotation period;

b) The leadership collective and party committee of the receiving agency evaluate the rotating civil servants during their work at the location, agency, organization, or unit;

c) The competent authority deciding on rotation evaluates and assesses.

3. The Party Committee, Party organization, and leadership collective of the agency, organization, or unit shall be responsible before the competent authority for their remarks, evaluations, and conclusions on transferred civil servants.

40. Amend Article 63 as follows:

"Article 63. Arrangement of work for transferred civil servants

1. The consideration of arranging and assigning work for transferred civil servants must be based on cadre management requirements, job demands, actual conditions, work results, capabilities, and specialties of the transferred civil servant, linked with the implementation of political tasks of the locality, agency, organization, or unit, and the remarks and evaluations of the competent authority.

2. In cases where the transferred civil servant is decided by the competent authority to continue stable work arrangements at the receiving locality or agency, they will no longer be considered as transferred civil servants as prescribed."

41. Amend and supplement the name of Section 6 as follows:

Section 6

RESIGNATION AND REMOVAL FROM OFFICE FOR LEADING AND MANAGING CIVIL SERVANTS AND TEMPORARY SUSPENSION OF WORK FOR CIVIL SERVANTS

42. Amend Article 65 as follows:

"Article 65. Resignation for leading and managing civil servants

1. The consideration of resignation for civil servants holding leadership and management positions shall be carried out in the following cases:

a) Voluntary resignation from leadership and management positions;

b) Due to limitations in capability or no longer having sufficient health or credibility to fulfill assigned responsibilities and tasks;

c) Causing serious violations in the agencies, organizations, or units under their management or responsibility;

d) Receiving more than 50% but not exceeding 2/3 of low trust votes in the period specified by the competent authority;

e) For other legitimate reasons.

2. Resignation shall not be considered for civil servants holding leadership and management positions if they fall within any of the following cases:

a) Engaged in national defense and security duties; engaged in important and confidential duties; disaster prevention and control; if resigning immediately would seriously affect the common interests of the Party and State;

b) Within the period of inspection, examination, or being indicted, investigated, prosecuted, or tried.

3. Procedure for considering resignation:

a) Leading and managing civil servants submit a resignation letter.

b) Within the latest 10 working days from the date of receipt of the resignation letter, the agency or department responsible for organizational and cadre affairs or the head of the agency, organization, or unit where the civil servant works shall be responsible for discussing with the civil servant and reporting to the competent authority that appointed them for examination and decision.

c) Within the latest 10 working days from the date of receipt of the proposal from the agency or department responsible for organizational and cadre affairs, the competent authority that appointed them shall examine and decide on allowing the civil servant to resign; in case of necessity due to objective reasons, it may be extended but not exceeding 15 working days.

4. Civil servants who do not submit a resignation letter but fall under any of the circumstances specified in points b, c, or d of Clause 1 of this Article shall have the competent authority consider and decide on arranging other suitable work.

5. Civil servants who submit a resignation letter but have not been agreed upon by the head of the agency, organization, or unit where they work or the competent authority shall still continue to perform their assigned responsibilities and duties.

6. Documents for considering resignation:

a) Resignation letter;

b) Proposal from the agency or department responsible for organizational and cadre affairs;

c) Other related documents.

7. After resignation, leading and managing civil servants who wish to continue working shall have the competent authority base on their capability, morality, experience to arrange suitable work according to the requirements of the agency, organization, or unit, and report to the competent authority for examination and decision."

43. Amend Article 66 as follows:

"Article 66. Removal from office for leading and managing civil servants

1. The examination and removal from office for leading and managing civil servants shall be carried out in the following cases:

a) Disciplined with a warning or reprimand but reputation has declined to the point of being unable to continue holding the position;

b) Disciplined with a reprimand or warning two or more times during the term of appointment;

c) Obtained more than two-thirds of low trust votes in the period of trust vote as prescribed by the competent authority;

d) Ranked as failing to complete tasks for two consecutive years;

đ) Concluded by the competent authority to have deteriorated politically, morally, and in lifestyle, self-evolving, self-transforming; violated prohibitions for party members; failed to set a good example, adversely affecting personal and organizational reputation;

e) Concluded by the competent authority to have violated political standards as prescribed by the Party's internal political protection regulations to the extent requiring removal from office;

g) Leading and managing civil servants who are heads causing corruption or serious misconduct in agencies, organizations, units under their management or direct subordinates;

h) Other cases as prescribed by law.

2. Procedure for examining removal from office:

a) When there are sufficient grounds for removing leading and managing civil servants as stipulated in Clause 1 of this Article, within 10 working days, the agency or department responsible for organizational and cadre affairs shall be responsible for discussing with the civil servant and proposing to the competent authority for examination and decision.

b) The competent authority shall examine and decide on removal from office within the latest 10 working days from the date of receipt of the proposal; in case of necessity due to objective reasons, it may be extended but not exceeding 15 working days.

The leadership collective of the agency, organization, or unit and the Standing Committee of the same-level Party Committee must discuss and clearly determine the grounds for removal from office proposed by the agency or department responsible for organizational and cadre affairs before voting secretly. The decision to remove a civil servant must be approved by more than 50% of the leadership collective and the Standing Committee of the same-level Party Committee; in case of 50% or less, it shall be decided by the head according to their authority or reported to the competent authority for examination and decision.

3. After leading and managing civil servants are removed from office, the competent authority shall consider arranging suitable work according to the requirements of the agency or unit; the civil servant shall comply with the work assignment decision of the competent authority. In cases where leading and managing civil servants are removed from office due to being ranked as failing to complete tasks for two consecutive years, the competent authority shall terminate their employment according to the law."

44. Amend Article 68 as follows:

"Article 68. System and policies for leading and managing civil servants who resign or are removed from office

1. Leading and managing civil servants who resign and wish to continue working shall be examined and arranged suitable work by the competent authority based on their capabilities, specialties, level, and training in professional and vocational skills. The arrangement of work for civil servants who resign after being disciplined shall be carried out according to the provisions of the competent authority.

2. Leading and managing civil servants who resign and continue working shall retain their leadership position allowances as follows:

a) Retain the current leadership position allowance until the end of the term of office for cases of resignation based on the grounds specified in points a, b, or đ of Clause 1 of this Article.

b) Shall retain the position allowance currently enjoyed for a period of six months from the date of the decision to resign in cases of resignation based on the provisions set forth in points c or d, Clause 1, Article 65 of this Decree, provided that the remaining term of office is six months or more; if less than six months, it shall be implemented according to the provision in point a of this clause.

3. Civil servants in leadership and management positions who are relieved of their duties shall not enjoy the position allowance from the date of the decision to relieve them of their duties. After being relieved of their duties, civil servants who wish to continue working may be considered and assigned to perform specialized work (without engaging in leadership and management tasks) and classified into a suitable civil servant rank corresponding to their job position.

4. If a civil servant voluntarily requests retirement or resignation after resigning or being relieved of their duties, they shall be processed according to current regulations.”

45. Supplement Article 68a following Article 68 as follows:

“Article 68a. Suspension of duty for civil servants

1. Civil servants may be suspended from duty in the following cases:

a) Engaging in conduct that violates moral character and lifestyle, causing negative impacts and public dissatisfaction, adversely affecting the reputation of organizations or individuals;

b) Engaging in corrupt, negative, or burdensome behavior towards citizens, businesses, agencies, or organizations during the performance of official duties;

c) Intentionally delaying, shirking, or evading responsibilities, failing to perform tasks within their authority according to assigned functions and responsibilities;

d) Being under disciplinary review and intentionally failing to comply with the requirements of the competent authority during the review and handling process of their own violations, or taking advantage of their position, power, and influence, or the influence of others to interfere, create difficulties for the review and handling process, or if continuing to work could create difficulties for the disciplinary review and handling process;

đ) Having been disciplined by the Party and currently awaiting review and handling of administrative positions, where continuing to work would have a negative impact on the activities of the agency, organization, or unit;

e) Receiving a request for suspension from duty from inspection, audit, prosecution agencies, or other competent authorities;

g) Other cases as prescribed by law.

2. Competent authority for suspension from duty:

a) For civil servants in leadership and management positions appointed and managed by the head of the competent authority, the provisions of the competent authority shall apply.

b) For non-leading and managing civil servants, the decision shall be made by the head of the agency, organization, or unit employing the civil servant.

3. The duration of suspension of duty shall not exceed fifteen working days; in complex cases, the suspension period may be extended but shall not exceed fifteen working days. The suspension period for cases stipulated in point e, Clause 1 of this Article shall be implemented according to the proposal of the competent authority.

The decision to suspend from duty becomes automatically invalid upon expiration of the suspension period.

4. Procedure for considering suspension from duty:

a) Within the latest two working days from the time when the basis for suspending duty is determined, the agency or department responsible for organizational and personnel matters shall report and propose the head to issue a decision to suspend duty.

b) Within the latest two working days from the date of receiving the proposal from the agency or department responsible for organizational and personnel matters, the head shall issue a decision to suspend the duty of the civil servant.

c) In cases where the suspension of duty is not in accordance with regulations or when there is a conclusion that the civil servant has not violated, within the latest three working days from the date when sufficient grounds are available, the head shall issue a decision to revoke the decision to suspend duty of the civil servant, and simultaneously report to the competent authority managing the civil servant.

d) The decision to suspend duty and the decision to revoke the decision to suspend duty (if any) must be announced within the agency, organization, or unit employing the civil servant and sent to relevant agencies, organizations, and individuals.

5. Provisions related to civil servants suspended from duty:

a) Civil servants suspended from duty shall exercise rights and responsibilities as prescribed by the competent authority and in accordance with Article 81 of the Civil Servant Law.

b) The decision to suspend duty shall serve as the basis for considering and classifying the civil servant as not having completed their annual tasks.

46. Repeal certain provisions of Decree No. 138/2020/NĐ-CP dated November 27, 2020, concerning recruitment, employment, and management of civil servants:

a) Repeal Clause 3 and Clause 7 of Article 37.

b) Repeal the following phrases:

The phrase “, seconded” at Clause 1, Article 28;

The phrases “or computer science”, “or computer science subject”, “, computer science”, “, Clause 7” at Point c, Clause 1, Article 36;

The phrase “and Clause 3” at Clause 1, Article 38;

The phrase “unified” at: Point a, Clause 1, Article 40; Clause 1, Article 73; Clause 1, Article 74;

The phrase “civil servant” in the phrase “civil servant establishment” at: Clause 4, Article 71; Clause 2, Article 72; Clause 3, Article 73; Clause 3, Article 74.

Article 2.

Repeals

Article 12 and Clause 2, Article 13 of Decree No. 06/2023/NĐ-CP dated February 21, 2023 on quality inspection for civil servant intake.

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Article 3. Implementation Provisions

1. This Decree takes effect from the date of issuance.

2. In cases where the competent authority has approved the project and recruitment plan for civil servants (competitive examination, selection, transfer to civil service positions), if the competitive examination for promotion grade of civil servants is organized before this Decree takes effect, it shall continue to be implemented according to the approved project and plan within six months from the date this Decree takes effect. If not completed within this period, it shall be implemented in accordance with the provisions of this Decree.

In cases where implementation continues according to the issued project and plan, in addition to applying the provisions of Decree No. 138/2020/NĐ-CP dated November 27, 2020 on recruitment, use, and management of civil servants, the competent authority decides to apply the following provisions:

a) The provisions on priority in recruiting civil servants as stipulated in Clause 2, Article 1 of this Decree;

b) The provisions on exemption from foreign language examination as stipulated in Clause 4, Article 1 of this Decree;

c) The provisions on application of form, content, time of competitive examination, and promotion grade as stipulated in Clause 4 and Clause 25, Article 1 of this Decree;

d) The provisions on examination for promotion grade for civil servants who meet the criteria and conditions for promotion grade as stipulated in Clause 19, Clause 20, and Clause 21, Article 1 of this Decree, including those listed in the attached project that have been agreed upon by the Ministry of Home Affairs or the Central Organization Board; no competitive examination for promotion grade shall be organized for these cases.

In cases where civil servants hold leadership or managerial positions and are eligible for examination for promotion to senior specialist or equivalent positions as stipulated in Clause 21, Article 1 of this Decree but currently hold specialist or equivalent grades, they shall only undergo examination for promotion to senior specialist or equivalent positions when holding senior specialist or equivalent grades.

e) The provisions on exemption from probation as stipulated in Clause 13, Article 1 of this Decree and other related provisions for those recruited before this Decree takes effect and are still in the probation period.

3. In cases where civil servants have been appointed to leadership or managerial positions and there is a change in their educational qualifications, they must complete the requirements within thirty-six months from the date this Decree takes effect, except in cases where the retirement age is less than thirty-six months away. During this period, appointments, reappointments, or extensions of terms of office in equivalent positions shall be carried out in accordance with regulations.

4. In cases where a new salary system is implemented, the relevant provisions concerning salaries shall be implemented in accordance with the regulations and guidance of the competent authority; provisions related to salaries in this Decree shall cease to be effective from the date the new salary system takes effect or shall be implemented in accordance with transitional provisions (if any).

5. In cases where the competent authority issues documents regulating cadre work containing pilot provisions or provisions different from current laws, they shall be implemented in accordance with the new regulations of the competent authority. The Ministry of Home Affairs shall guide the implementation of these provisions to ensure consistent and unified implementation across administrative agencies as required by the Government and the Prime Minister.

Article 4. Responsibilities for Implementation

Ministers, heads of ministerial-level agencies, heads of government agencies, Chairpersons of provincial People's Committees under central cities, and related agencies, organizations, and individuals are responsible for implementing this Decree.

 

Place of Receipt: - Central Party Committee Secretariat; - Prime Minister, Deputy Prime Ministers; - Ministries, ministerial-level agencies, agencies under the Government; - People's Councils, People's Committees of provinces and centrally-administered cities; - Central Party Office and Party Committees; - General Secretary's Office; - President's Office; - Ethnic Council and Committees of the National Assembly; - National Assembly's Office; - Supreme People's Court; - Supreme People's Procuracy; - State Audit Office; - National Financial Supervisory Commission; - Social Policy Bank; - Vietnam Development Bank; - Central Committee of the Vietnam Fatherland Front; - Central agencies of mass organizations; - VPCP: Deputy Chairman, all Vice Chairmen, Assistants to the Prime Minister, Director of the Government Portal, all Departments, Bureaus, subordinate units, Official Gazette; - To be filed: VT, TCCV (2).

PRIME MINISTER DEPUTY PRIME MINISTER DEPUTY PRIME MINISTER Nguyen Hoa Binh

 

ANNEX

(Attached to Decree No. 116/2024/NĐ-CP dated September 17, 2024 of the Government)

Form No. 01

SOCIALIST REPUBLIC OF VIET NAM
Independence - Freedom - Happiness
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(Affix 4x6 photo)

APPLICATION FOR CIVIL SERVICE RECRUITMENT Position applied for1: ………………………………………………. Agency, organization, unit applied for2: ………………………………....

I. PERSONAL INFORMATION

Full name: … Date of birth:...Male □ Female □ Ethnicity: ...Religion: ... ID number or Citizen Identification Card number: ...Date of issue: ...Place of issue: ... Mobile phone number for notification: ...Email: ...

Place of Origin: ...

Permanent Residence: ...

Current Residence: ...

Health status:...; Height:...; Weight: ...kg

Educational level: ...

Professional qualification: ...

II. CERTIFICATES AND DEGREES REQUIRED BY THE POSITION APPLIED FOR³

Name of school, training institution	Date of issuance of certificate or degree	Level of certificate or degree	Certificate or degree number	Major (record according to transcript)	Field of training	Training form	Classification of certificate or degree

III. INFORMATION ON WORKING HISTORY (if applicable)

From date, month, year to date, month, year	Agency, organization, unit worked at

IV. INFORMATION ON APPLICATION FOR CIVIL SERVICE RECRUITMENT

1. Passed the quality inspection for civil servant intake4: Yes □ No □ Result of quality inspection for civil servant intake: ...points; Examination year ... Valid from .../.../...to .../.../...

2. Reason for exemption from foreign language examination (if applicable)5: Graduated in foreign language major □ Graduated from overseas study program in foreign language or studied in foreign language in Vietnam □ Hold certificate of ethnic minority language or belong to ethnic minority group □

3. Belongs to priority category6: Yes □ No □ Priority category: ... Priority points: ...points

4. Confirmation of method of receiving notifications7: Confirm method of receiving notifications according to Recruitment Announcement □

V. ORDER OF PREFERENCE⁸

(Only register for positions recruited jointly by multiple civil service using agencies; preference order from top to bottom)

1: First preference (clearly state agency, organization, unit name): ...

2. Second preference (clearly state agency, organization, unit name): ...

3. Third preference (clearly state agency, organization, unit name): ...

…

VI. OTHER CONTENTS AS REQUIRED BY THE COMPETENT AUTHORITY FOR RECRUITMENT (if applicable)

……………………………………………………………………………………………………

……………………………………………………………………………………………………

I hereby solemnly declare that I fully meet the registration requirements and am not disqualified from registering for civil service recruitment according to the law; I take full responsibility for the information provided in this Application Form and will complete all required documents after receiving the successful recruitment notice.

 

APPLICANT (Signature, full name)

____________________

¹ Write the position applied for as stated in the Recruitment Announcement.

² Write the agency, organization, or unit applied for as stated in the Recruitment Announcement. In cases where the position is jointly recruited by multiple civil service using agencies, write the name of the agency, organization, or unit with the highest preference order.

³ The certificates must be valid and issued by authorized agencies at the time of submitting the Application Form for Recruitment. In cases where the authorized recruitment agency permits submission of a Confirmation Letter (or equivalent documents), the original must be submitted upon completion of the recruitment dossier.

⁴ Successful candidates must present the results of the initial quality assessment for civil servants.

⁵ Candidates exempted from foreign language exams as stipulated in Clause 3, Article 8 of Decree No. 138/2020/NĐ-CP, amended in Clause 4, Article 1 of this Decree, must present foreign language certificates as required upon successful recruitment.

⁶ Priority subjects as defined in Clause 1, Article 5 of Decree No. 138/2020/NĐ-CP, supplemented in Clause 2, Article 1 of this Decree, must present a Certificate of Priority Status as required upon successful recruitment.

⁷ If the candidate does not confirm the method of receiving notifications, they must clearly state the reason, propose one method of receiving notifications, and obtain written confirmation from the Examination Committee when submitting the Application Form for Recruitment.

Information related to the recruitment period must be promptly and regularly updated on the Official Website or Portal of the authorized recruitment agency. The Recruitment Board is responsible for ensuring that all notifications during the recruitment process, relevant to candidates, are sent to the candidates via the method specified in the Recruitment Notice.

Candidates are responsible for continuously monitoring notifications and responding if required. The Recruitment Board shall not be liable for candidates failing to receive information due to any reason if such information has been posted on the Official Website or Portal of the authorized recruitment agency and notifications have been sent to candidates according to the method specified in the Recruitment Notice.

⁸ Candidates must register with at least one agency, organization, or unit and may register up to the maximum number of preferences corresponding to the number of agencies, organizations, or units listed in the Recruitment Notice with available recruitment quotas. If candidates do not select agencies, organizations, or units in the priority list, it is understood that they are not applying for recruitment with those entities.